my usda 2011.pdf · important to help usda meet its cultural transformation goals toward becoming...
TRANSCRIPT
It took more than half the fiscal
year but we are now operating
under a Congressionally approved
FY 2011 budget The uncertainty
and worry that preceded a possi-ble government shutdown have
now subsided but we are still
working in a fiscally challenging
environment I want to assure you
that no matter what happens with
the budget our mission and work
continue That includes my contin-
ued commitment to achieving
cultural transformation throughout
USDA We will continue to do our
jobs partnering and collaborating
in innovative and effective ways to
ensure we persevere through
these challenging times
Can you feel the changes I hope
you are taking full advantage of
your flexible work hours Having a
say about when your workday
begins and ends gives you much-
needed flexibility when it comes to
important life issues including
childcare and elder care
We have the technology for tele-
work so I hope that more and
more of you will take advantage of
that opportunity
We have a renewed commitment
to a diverse and inclusive work-
force and thatrsquos why we are
bringing onboard more minori-
ties veterans and persons
with disabilities
I am proud to work at USDA
and I hope you are too Thatrsquos
why I encourage you to make
your voice heard if you are
selected to complete the OPM
FedView Survey (see below)
Itrsquos an opportunity for you to
share how you are benefitting
from the cultural transforma-
tion
Are you taking advantage of
AgLearn and the new USDA
Virtual University Have you focused on your career devel-
opment by completing an Indi-
vidual Development Plan Do
you feel that USDA has a more
inclusive atmosphere as a
result of the cultural transfor-
mation Let us know via Fed-
View
We are undergoing many
changes throughout the De-
partment but I want you to
know that they are designed
with you in mind The American
people receive the best service from Federal employees who
know theyrsquore making a positive
difference We are doing that
at USDA
An inclusive and improved
workplace allows us to be more responsive to our cus-
tomers and provide them even
more effective service
I know that a satisfied worker
in an inclusive work environ-
ment is a much more produc-
tive worker Thatrsquos my goal for
USDA employees and also for
the taxpayers we serve Thank
you for the hard work you per-
form for the American public
You can reach the staff of My
USDA via email at
MyUSDAdmusdagov And
please be sure to visit the
USDA Cultural Transformation
Website
Thomas J Vilsack
Secretary
A Message from USDA Secretary Tom Vilsack
My USDA
USDArsquos
CULTURAL
TRANSFORMATION
ACTION ITEMS
LEADERSHIP
RECRUITMENT
AND RETENTION
TALENT
MANAGEMENT
EMPLOYEE
DEVELOPMENT
CUSTOMER FOCUS
AND COMMUNITY
OUTREACH
Inside this issue
FNS SNAP Creates
Sunshine Committee 2
USDA Makes a Positive
Difference in the Lives of
Average Americans
3
Hispanic Recruitment a
Priority for NRCS 4
USDA Recruits DC Youth
Interns 6
Diversity and Disability 7
OASCR amp OHRM Create
MD-715 Partnership 8
What is EAP 9
Take Your Child to Work Day
Event 9
Seeking 2011 Secretaryrsquos
Honor Awards Nominations 10
A Progress Report for Employees on
USDArsquos Cultural Transformation EVERY DAY IN EVERY WAY
May 2011
Volume I Issue 5
Did You Receive a 2011 FedView Survey Donrsquot Forget to Fill It Out
The 2011 Federal Employee Viewpoint Survey (FedView) was emailed
to randomly selected Federal employees last week If you received an
invitation to complete the survey from the Office of Personnel Man-
agement (OPM) take the opportunity to make your voice heard Fed-
View measures how Federal agencies are managing and engaging the
employees who carry out their agency missions Your response is very
important to help USDA meet its Cultural Transformation goals toward
becoming an inclusive and high performing organization
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 2 of 11
A PROCESS TO RESOLVE DISCRIMINATION COMPLAINTS OF HIS-
PANIC AND WOMEN FARMERS AND RANCHERS
ANOTHER SIGN OF REAL CULTURAL TRANSFORMATION
In November 2010 the staff from the FNS Supplemental Nutri-tion Assistance Program (SNAP) formed a Cultural Transforma-
tion action group called the Sunshine Committee The Committee was estab-
lished to plan various employee fo-cused activities including professional
development on a monthly basis
On February 9 the Sunshine Commit-tee hosted a brown bag peer training
session as part of the professional de-velopment initiative The session was
facilitated by the SNAP Associate Ad-ministrator Jessica Shahin and fo-
cused on ―Improving Your Writing All SNAP employees in the area were in-
vited Approximately 40 staff partici-pated The session proved to be a
great success SNAP staff learned spe-cific writing techniques and identified additional writing tools
and resources all could utilize An interactive approach to the learning process allowed participants to share strategies tech-
nical tools and peer review success stories as well as express challenges they face
program provides up to $50000 for
each Hispanic or woman farmer who can
show that USDA denied them a loan or
loan servicing for discriminatory reasons
for certain times between 1981 and
2000
The claims process offers a streamlined
alternative to litigation and provides up
to $133 billion in compensation plus
up to $160 million in farm debt relief
for eligible applicants
Deputy Undersecretary for Rural Devel-
opment Victor Vasquez says the initia-
tive is an example of cultural transfor-
mation in progress ―In order to trans-
form an organization you have to look
at where we were in the past where we
are in the present and where wersquore
going in the future We have to look at
the process and re-tool those systems
that promote the current culture redes-
igning them into systems that promote
the cultural environment we want to
have in place
―The initiative is an alternative and
voluntary process that encourages peo-
ple who feel theyrsquove been discriminated
against to enter into a process that
would allow them some recovery Itrsquos
also an acknowledgement from the
Secretary that if there was in fact dis-
crimination we need to correct it and
ensure it doesnrsquot continue Vasquez
said
Individuals interested in participating in
the claims process can do so by visiting
wwwfarmerclaimsgov Participation is
voluntary and individuals who opt not
to participate are not precluded by the
program from filing a complaint in
court
Under the leadership of Secretary
Vilsack USDA is addressing civil rights
complaints that go back decades
Another major step towards achieving
that goal occurred in February when
the Department announced the estab-
lishment of a process to resolve the
discrimination claims of Hispanic and
women farmers and ranchers The
Deputy Undersecretary for Rural Development Victor Vasquez
The Sunshine Committee also organized a continental breakfast
hosted by the SNAP Associate Admin-istrators Office on March 24 As the
largest program within FNS SNAP recognizes that each employee has
unique talents and abilities This event part of the talent management
initiative provided an informal forum for SNAP staff to learn more about
one another and the work done across the program Staff members
contributed homemade breakfast treats and were asked to share some-
thing unique about themselves
The Sunshine Committee has addi-tional leadership professional devel-
opment and talent management activities on the horizon These activities target specific areas of interest that staff mem-
bers have identified and will be additional meaningful steps toward Cultural Transformation
FNS SNAP ESTABLISHES CULTURAL TRANSFORMATION ―SUNSHINE COMMITTEE
By Jackie Windfeldt
My USDA
A Progress Report on USDArsquos Cultural Transformation
Cultural Transformation Action
Page 3 of 11
WHAT DO YOU THINK MESSAGES FROM USDA EMPLOYEES
A prominent article in the April 11 2011 edition of the Washington Post
featured public reaction to a possible government shutdown In the
story an Oklahoma attorney said the idea of a shutdown didnrsquot bother
him because ―Irsquom not sure what they do has a big impact on my life
Reading that was frustrating because it appears to be the attitude of
many Americans and I know that itrsquos a serious misconception The US
Government represents the American people and we as civil servants
are committed to serving them well The comment bothered me so much
that I was compelled to make a listmdasha partial listmdashof just what kind of
impact we at USDA have on the lives of ordinary Americans
We can all go to work or school every morning secure in the
knowledge that our breakfasts like all our other meals are
safe to eat because their ingredients have been inspected by
Federal employees at the Animal Plant and Health Inspection
Service (APHIS) and the Food Safety and Inspection Service
(FSIS)
31 million children would go hungry each school day without
USDArsquos School Lunch Program which provides some children
the only meal they will get for the day Hungry kids are able to
get free or reduced price (40 cents) lunches It takes the pinch
off a familyrsquos budget and the child gets good nutritionmdashand itrsquos
not just the School Lunch Program USDArsquos Food and Nutrition
Service (FNS) also has School Breakfast Afterschool Snack the
Child and Adult Care Food Program and the Summer Food
Program for Children
Nearly ten million women have healthier babies each year
thanks to the Special Supplemental Food Program for Women
Infants and Children (WIC) New moms are getting the proper
nourishment along with nutrition counseling breastfeeding
counseling and referrals for pre-natal visits food pantries fuel
assistance drug and alcohol counseling and numerous other
health resources WICrsquos tremendous impact on ordinary Ameri-
cans cannot be underestimated One out of every two babies
born in the US is a WIC baby
The supplemental Nutrition Assistance Program (SNAP) for-
merly known as ―Food Stamps is helping millions of Ameri-cans in a difficult economy Although SNAP provides an impor-
tant support for working families the working poor has partici-
pated at rates that are substantially below those for all eligible persons so we could be helping even more and thatrsquos why we
have implemented an outreach program to increase program participation
The USDA provides loan assistance through the Farm Services
Administration (FSA) to pay expenses such as the upfront cost of the planting cycle (seed fuel labor) Without these loans
many producers would be unable to plant their crops Reduced
crop acreage would lead to reduced production Reduced production would lead to higher prices for
commodities Higher commodity prices would result in higher prices for commodity processing and for
livestock feed Our work makes a difference and if it stopped we would all notice and most Ameri-
cansrsquo lives would be much more difficult without USDA
Hundreds of communities around the nation di-
rectly benefit from USDArsquos administration of Public
Law 566 which provides dam structures that were
built for flood protection water supply and in
some cases recreation With the recent flash flood-
ing in several parts of the country these structures
have silently functioned to reduce or prevent dam-
age to property and prevent the loss of life caused
by rapidly rising water You can thank USDArsquos Natu-
ral Resources and Conservation Service (NRCS) for
keeping these communities safe
And this is just a partial list I didnrsquot even touch on the mil-
lions of acres protected by Forest Service firefighters or the
National Finance Centerrsquos (NFC) operation of the insurance
program that covers federal employees who leave federal
service along with their non-federal spouses and children
I didnrsquot talk about how the Agricultural Research Service
(ARS) researches different markets for agricultural products
and enterprises or how Rural Development (RD) provides
financing opportunities for rural communities to expand and
develop making sure that rural people have the same op-
tions found in larger cities There are so many examples that
I canrsquot list them all
So be proud that you are an employee of the United States
Federal Government and of the US Department of Agricul-
ture When you come to work and do your job every day
know that you are directly improving the
lives of your fellow Americansmdasheven if
they donrsquot always recognize it
HOW YOUR WORK MAKES A DIFFERENCE IN THE LIVES OF EVERY AMERICAN
By Perry Stevens
Perry Stevens is the Editor-in-Chief of My
USDA Special thanks to Ralph Smith
Carter Harris Ed Peterman Roseanne
Luvisi Karlease Kelly Patricia Bachemin
Larry Durant Anita Adkins Mika Cross
Bill Aley and Monshi Ramdass for contributing to this article
Share your pride in USDA with a mes-
sage of your own to fellow employees
What do you think Send an email to
MyUSDAdmusdagov and let us know
In an effort to actively seek the best talent
from the diverse communities that we serve and increase Hispanic representation
at NRCS we have partnered with several
Hispanic Serving Institutions These are universities with a high percentage of His-
panic and minority students and strong agriculture engineering science and tech-
nology programs
NRCSrsquo Hispanic recruitment cadre contin-
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 4 of 11
By Jacqueline Padroacuten National His-panic Emphasis Program Manager
NRCS
iquestQueacute Pasa NRCS Recruits at Hispanic Serving Institutions
ues to gain success through utili-zation of strong ties to campus
involvement Our established relationships with the universities
allow NRCS to have a presence in classrooms while on campuses for
recruitment fairs Classroom visits were arranged prior to the campus
career fairs Recruitment teams also hosted events for Ag related
student groups such as Minorities in Agriculture Natural Resources
and Related Sciences (MANRRS) so that students would have addi-
tional access to staff members This year over 1000 students
met with NRCS staff during the fall
career fairs
Based on the visits to these universities
we created a database with 195 qualified students including minorities and women
Students listed on the database were in-terviewed and recommended by NRCS
recruitment teams Studentsrsquo resumes interview score sheets and transcripts are
scanned and available for review by select-ing officials The Fall Career Fairs Student
Database was shared with NRCS leaders
and other relevant areas of NRCS
Already this year 14 students have been
offered internship positions and six stu-dents from the databases have been hired
as permanent employ-ees An analysis of the
FY 2010 career fairs revealed that 61 of
the Hispanic Career Intern Program (CIP)
students hired 50 of the
Hispanic Stu-dent Career
Experience Program
(SCEP) stu-dents hired
and 41 of the Hispanic
Student Tem-porary Employ-
ment Program
(STEP) stu-dents hired
can be directly traced back to
the career fair databases and HEPM efforts
Moreover of the 68 Hispanic new hires
(permanent and temporary) in FY 2010 38 can be directly traced back to the ca-
reer fair databases and HEPM efforts Of the Hispanic permanent new hires 45
were from the databases and 25 of the temporary employees were from the data-
bases An additional 16 new hire employees identified as non-Hispanic can also be
traced back to the career fair databases
The databases proved to be excellent sources to recruit and hire new employees
If you would like more information about this initiative please contact Marvis Montesano
Director Talent Management at mar-vismontesanowdcusdagov or Jacqueline
Padron National HEPM at jacque-
linepadronwdcusdagov
A student enters background infor-mation into the database
Erasmo Montemayor (left) NCRS-TX HEPM talks with Julian Vela (center) hired as a SCEP and Ruben Riojas (right) a permanent hire
One of NRCSrsquo Recruitment Teams
The NRCS recruitment cadre visits with students dur-ing a classroom visit
Cultural Transformation Action
Page 5 of 11
My USDA
A Progress Report on USDArsquos Cultural Transformation
NRCS was a major sponsor at the National American Indian Sci-
ence and Engineering Fair (NAISEF) that took place in Albuquerque
New Mexico March 24 through March 26 2011 NRCS is both an
Amber and Circle of Support Partner sponsor for the American In-
dian Science and Engi-
neering Society (AISES)
NAISEF event Other
sponsors at the event
included Navy 3M IBM
Intel Central Intelligence
Agency Chevron and
American Honda Founda-
tion
Two-hundred fifty eight 5th
grade through 12th grade students participated in the NAISEF
Fourteen states were represented at the conference Ninety nine
volunteer judges reviewed subject disciplines that included Animal
Sciences Environmental Management Environmental Sciences
Plant Sciences and several others
AISES is a national nonprofit organization which nurtures commu-
nity development by bridging science and technology with tradi-
tional values Through its educational programs AISES provides
opportunities for American Indians and Alaska Natives to pursue
studies in science engineering and technology arenas AISESrsquo
ultimate goal is to be a catalyst for the advancement of American
Indians and Native Alaskans as they become self-reliant and self-
determined members of society
NRCS sponsorship for this science fair helps provide the support
AISES needs as they move forward to provide educational and ca-
reer opportunities for American Indians and Alaska Native students
across the Nation
NRCS Participates in the National American
Indian Science and
Engineering Fair
Carold Crouch
NRCS-OK (left) visits
with students at the
NRCS booth
NRCS-UT Engineer
Nathaniel Todea
and his judging
team at work
NRCS-TX Engineer
Johnny Green (left)
was the lead
Engineering Judge
Team Judge Roger
Ford of NRCS-NM
makes final judging
calculations
Cliff Sanchez with
NRCS-NM was the
lead judge for
Environmental
Sciences
The entire team of
NRCS judges after a
job well done
Ron Hilliard
NRCS State
Conservationist
for Oklahoma
was a Special
Awards judge
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 2 of 11
A PROCESS TO RESOLVE DISCRIMINATION COMPLAINTS OF HIS-
PANIC AND WOMEN FARMERS AND RANCHERS
ANOTHER SIGN OF REAL CULTURAL TRANSFORMATION
In November 2010 the staff from the FNS Supplemental Nutri-tion Assistance Program (SNAP) formed a Cultural Transforma-
tion action group called the Sunshine Committee The Committee was estab-
lished to plan various employee fo-cused activities including professional
development on a monthly basis
On February 9 the Sunshine Commit-tee hosted a brown bag peer training
session as part of the professional de-velopment initiative The session was
facilitated by the SNAP Associate Ad-ministrator Jessica Shahin and fo-
cused on ―Improving Your Writing All SNAP employees in the area were in-
vited Approximately 40 staff partici-pated The session proved to be a
great success SNAP staff learned spe-cific writing techniques and identified additional writing tools
and resources all could utilize An interactive approach to the learning process allowed participants to share strategies tech-
nical tools and peer review success stories as well as express challenges they face
program provides up to $50000 for
each Hispanic or woman farmer who can
show that USDA denied them a loan or
loan servicing for discriminatory reasons
for certain times between 1981 and
2000
The claims process offers a streamlined
alternative to litigation and provides up
to $133 billion in compensation plus
up to $160 million in farm debt relief
for eligible applicants
Deputy Undersecretary for Rural Devel-
opment Victor Vasquez says the initia-
tive is an example of cultural transfor-
mation in progress ―In order to trans-
form an organization you have to look
at where we were in the past where we
are in the present and where wersquore
going in the future We have to look at
the process and re-tool those systems
that promote the current culture redes-
igning them into systems that promote
the cultural environment we want to
have in place
―The initiative is an alternative and
voluntary process that encourages peo-
ple who feel theyrsquove been discriminated
against to enter into a process that
would allow them some recovery Itrsquos
also an acknowledgement from the
Secretary that if there was in fact dis-
crimination we need to correct it and
ensure it doesnrsquot continue Vasquez
said
Individuals interested in participating in
the claims process can do so by visiting
wwwfarmerclaimsgov Participation is
voluntary and individuals who opt not
to participate are not precluded by the
program from filing a complaint in
court
Under the leadership of Secretary
Vilsack USDA is addressing civil rights
complaints that go back decades
Another major step towards achieving
that goal occurred in February when
the Department announced the estab-
lishment of a process to resolve the
discrimination claims of Hispanic and
women farmers and ranchers The
Deputy Undersecretary for Rural Development Victor Vasquez
The Sunshine Committee also organized a continental breakfast
hosted by the SNAP Associate Admin-istrators Office on March 24 As the
largest program within FNS SNAP recognizes that each employee has
unique talents and abilities This event part of the talent management
initiative provided an informal forum for SNAP staff to learn more about
one another and the work done across the program Staff members
contributed homemade breakfast treats and were asked to share some-
thing unique about themselves
The Sunshine Committee has addi-tional leadership professional devel-
opment and talent management activities on the horizon These activities target specific areas of interest that staff mem-
bers have identified and will be additional meaningful steps toward Cultural Transformation
FNS SNAP ESTABLISHES CULTURAL TRANSFORMATION ―SUNSHINE COMMITTEE
By Jackie Windfeldt
My USDA
A Progress Report on USDArsquos Cultural Transformation
Cultural Transformation Action
Page 3 of 11
WHAT DO YOU THINK MESSAGES FROM USDA EMPLOYEES
A prominent article in the April 11 2011 edition of the Washington Post
featured public reaction to a possible government shutdown In the
story an Oklahoma attorney said the idea of a shutdown didnrsquot bother
him because ―Irsquom not sure what they do has a big impact on my life
Reading that was frustrating because it appears to be the attitude of
many Americans and I know that itrsquos a serious misconception The US
Government represents the American people and we as civil servants
are committed to serving them well The comment bothered me so much
that I was compelled to make a listmdasha partial listmdashof just what kind of
impact we at USDA have on the lives of ordinary Americans
We can all go to work or school every morning secure in the
knowledge that our breakfasts like all our other meals are
safe to eat because their ingredients have been inspected by
Federal employees at the Animal Plant and Health Inspection
Service (APHIS) and the Food Safety and Inspection Service
(FSIS)
31 million children would go hungry each school day without
USDArsquos School Lunch Program which provides some children
the only meal they will get for the day Hungry kids are able to
get free or reduced price (40 cents) lunches It takes the pinch
off a familyrsquos budget and the child gets good nutritionmdashand itrsquos
not just the School Lunch Program USDArsquos Food and Nutrition
Service (FNS) also has School Breakfast Afterschool Snack the
Child and Adult Care Food Program and the Summer Food
Program for Children
Nearly ten million women have healthier babies each year
thanks to the Special Supplemental Food Program for Women
Infants and Children (WIC) New moms are getting the proper
nourishment along with nutrition counseling breastfeeding
counseling and referrals for pre-natal visits food pantries fuel
assistance drug and alcohol counseling and numerous other
health resources WICrsquos tremendous impact on ordinary Ameri-
cans cannot be underestimated One out of every two babies
born in the US is a WIC baby
The supplemental Nutrition Assistance Program (SNAP) for-
merly known as ―Food Stamps is helping millions of Ameri-cans in a difficult economy Although SNAP provides an impor-
tant support for working families the working poor has partici-
pated at rates that are substantially below those for all eligible persons so we could be helping even more and thatrsquos why we
have implemented an outreach program to increase program participation
The USDA provides loan assistance through the Farm Services
Administration (FSA) to pay expenses such as the upfront cost of the planting cycle (seed fuel labor) Without these loans
many producers would be unable to plant their crops Reduced
crop acreage would lead to reduced production Reduced production would lead to higher prices for
commodities Higher commodity prices would result in higher prices for commodity processing and for
livestock feed Our work makes a difference and if it stopped we would all notice and most Ameri-
cansrsquo lives would be much more difficult without USDA
Hundreds of communities around the nation di-
rectly benefit from USDArsquos administration of Public
Law 566 which provides dam structures that were
built for flood protection water supply and in
some cases recreation With the recent flash flood-
ing in several parts of the country these structures
have silently functioned to reduce or prevent dam-
age to property and prevent the loss of life caused
by rapidly rising water You can thank USDArsquos Natu-
ral Resources and Conservation Service (NRCS) for
keeping these communities safe
And this is just a partial list I didnrsquot even touch on the mil-
lions of acres protected by Forest Service firefighters or the
National Finance Centerrsquos (NFC) operation of the insurance
program that covers federal employees who leave federal
service along with their non-federal spouses and children
I didnrsquot talk about how the Agricultural Research Service
(ARS) researches different markets for agricultural products
and enterprises or how Rural Development (RD) provides
financing opportunities for rural communities to expand and
develop making sure that rural people have the same op-
tions found in larger cities There are so many examples that
I canrsquot list them all
So be proud that you are an employee of the United States
Federal Government and of the US Department of Agricul-
ture When you come to work and do your job every day
know that you are directly improving the
lives of your fellow Americansmdasheven if
they donrsquot always recognize it
HOW YOUR WORK MAKES A DIFFERENCE IN THE LIVES OF EVERY AMERICAN
By Perry Stevens
Perry Stevens is the Editor-in-Chief of My
USDA Special thanks to Ralph Smith
Carter Harris Ed Peterman Roseanne
Luvisi Karlease Kelly Patricia Bachemin
Larry Durant Anita Adkins Mika Cross
Bill Aley and Monshi Ramdass for contributing to this article
Share your pride in USDA with a mes-
sage of your own to fellow employees
What do you think Send an email to
MyUSDAdmusdagov and let us know
In an effort to actively seek the best talent
from the diverse communities that we serve and increase Hispanic representation
at NRCS we have partnered with several
Hispanic Serving Institutions These are universities with a high percentage of His-
panic and minority students and strong agriculture engineering science and tech-
nology programs
NRCSrsquo Hispanic recruitment cadre contin-
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 4 of 11
By Jacqueline Padroacuten National His-panic Emphasis Program Manager
NRCS
iquestQueacute Pasa NRCS Recruits at Hispanic Serving Institutions
ues to gain success through utili-zation of strong ties to campus
involvement Our established relationships with the universities
allow NRCS to have a presence in classrooms while on campuses for
recruitment fairs Classroom visits were arranged prior to the campus
career fairs Recruitment teams also hosted events for Ag related
student groups such as Minorities in Agriculture Natural Resources
and Related Sciences (MANRRS) so that students would have addi-
tional access to staff members This year over 1000 students
met with NRCS staff during the fall
career fairs
Based on the visits to these universities
we created a database with 195 qualified students including minorities and women
Students listed on the database were in-terviewed and recommended by NRCS
recruitment teams Studentsrsquo resumes interview score sheets and transcripts are
scanned and available for review by select-ing officials The Fall Career Fairs Student
Database was shared with NRCS leaders
and other relevant areas of NRCS
Already this year 14 students have been
offered internship positions and six stu-dents from the databases have been hired
as permanent employ-ees An analysis of the
FY 2010 career fairs revealed that 61 of
the Hispanic Career Intern Program (CIP)
students hired 50 of the
Hispanic Stu-dent Career
Experience Program
(SCEP) stu-dents hired
and 41 of the Hispanic
Student Tem-porary Employ-
ment Program
(STEP) stu-dents hired
can be directly traced back to
the career fair databases and HEPM efforts
Moreover of the 68 Hispanic new hires
(permanent and temporary) in FY 2010 38 can be directly traced back to the ca-
reer fair databases and HEPM efforts Of the Hispanic permanent new hires 45
were from the databases and 25 of the temporary employees were from the data-
bases An additional 16 new hire employees identified as non-Hispanic can also be
traced back to the career fair databases
The databases proved to be excellent sources to recruit and hire new employees
If you would like more information about this initiative please contact Marvis Montesano
Director Talent Management at mar-vismontesanowdcusdagov or Jacqueline
Padron National HEPM at jacque-
linepadronwdcusdagov
A student enters background infor-mation into the database
Erasmo Montemayor (left) NCRS-TX HEPM talks with Julian Vela (center) hired as a SCEP and Ruben Riojas (right) a permanent hire
One of NRCSrsquo Recruitment Teams
The NRCS recruitment cadre visits with students dur-ing a classroom visit
Cultural Transformation Action
Page 5 of 11
My USDA
A Progress Report on USDArsquos Cultural Transformation
NRCS was a major sponsor at the National American Indian Sci-
ence and Engineering Fair (NAISEF) that took place in Albuquerque
New Mexico March 24 through March 26 2011 NRCS is both an
Amber and Circle of Support Partner sponsor for the American In-
dian Science and Engi-
neering Society (AISES)
NAISEF event Other
sponsors at the event
included Navy 3M IBM
Intel Central Intelligence
Agency Chevron and
American Honda Founda-
tion
Two-hundred fifty eight 5th
grade through 12th grade students participated in the NAISEF
Fourteen states were represented at the conference Ninety nine
volunteer judges reviewed subject disciplines that included Animal
Sciences Environmental Management Environmental Sciences
Plant Sciences and several others
AISES is a national nonprofit organization which nurtures commu-
nity development by bridging science and technology with tradi-
tional values Through its educational programs AISES provides
opportunities for American Indians and Alaska Natives to pursue
studies in science engineering and technology arenas AISESrsquo
ultimate goal is to be a catalyst for the advancement of American
Indians and Native Alaskans as they become self-reliant and self-
determined members of society
NRCS sponsorship for this science fair helps provide the support
AISES needs as they move forward to provide educational and ca-
reer opportunities for American Indians and Alaska Native students
across the Nation
NRCS Participates in the National American
Indian Science and
Engineering Fair
Carold Crouch
NRCS-OK (left) visits
with students at the
NRCS booth
NRCS-UT Engineer
Nathaniel Todea
and his judging
team at work
NRCS-TX Engineer
Johnny Green (left)
was the lead
Engineering Judge
Team Judge Roger
Ford of NRCS-NM
makes final judging
calculations
Cliff Sanchez with
NRCS-NM was the
lead judge for
Environmental
Sciences
The entire team of
NRCS judges after a
job well done
Ron Hilliard
NRCS State
Conservationist
for Oklahoma
was a Special
Awards judge
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
My USDA
A Progress Report on USDArsquos Cultural Transformation
Cultural Transformation Action
Page 3 of 11
WHAT DO YOU THINK MESSAGES FROM USDA EMPLOYEES
A prominent article in the April 11 2011 edition of the Washington Post
featured public reaction to a possible government shutdown In the
story an Oklahoma attorney said the idea of a shutdown didnrsquot bother
him because ―Irsquom not sure what they do has a big impact on my life
Reading that was frustrating because it appears to be the attitude of
many Americans and I know that itrsquos a serious misconception The US
Government represents the American people and we as civil servants
are committed to serving them well The comment bothered me so much
that I was compelled to make a listmdasha partial listmdashof just what kind of
impact we at USDA have on the lives of ordinary Americans
We can all go to work or school every morning secure in the
knowledge that our breakfasts like all our other meals are
safe to eat because their ingredients have been inspected by
Federal employees at the Animal Plant and Health Inspection
Service (APHIS) and the Food Safety and Inspection Service
(FSIS)
31 million children would go hungry each school day without
USDArsquos School Lunch Program which provides some children
the only meal they will get for the day Hungry kids are able to
get free or reduced price (40 cents) lunches It takes the pinch
off a familyrsquos budget and the child gets good nutritionmdashand itrsquos
not just the School Lunch Program USDArsquos Food and Nutrition
Service (FNS) also has School Breakfast Afterschool Snack the
Child and Adult Care Food Program and the Summer Food
Program for Children
Nearly ten million women have healthier babies each year
thanks to the Special Supplemental Food Program for Women
Infants and Children (WIC) New moms are getting the proper
nourishment along with nutrition counseling breastfeeding
counseling and referrals for pre-natal visits food pantries fuel
assistance drug and alcohol counseling and numerous other
health resources WICrsquos tremendous impact on ordinary Ameri-
cans cannot be underestimated One out of every two babies
born in the US is a WIC baby
The supplemental Nutrition Assistance Program (SNAP) for-
merly known as ―Food Stamps is helping millions of Ameri-cans in a difficult economy Although SNAP provides an impor-
tant support for working families the working poor has partici-
pated at rates that are substantially below those for all eligible persons so we could be helping even more and thatrsquos why we
have implemented an outreach program to increase program participation
The USDA provides loan assistance through the Farm Services
Administration (FSA) to pay expenses such as the upfront cost of the planting cycle (seed fuel labor) Without these loans
many producers would be unable to plant their crops Reduced
crop acreage would lead to reduced production Reduced production would lead to higher prices for
commodities Higher commodity prices would result in higher prices for commodity processing and for
livestock feed Our work makes a difference and if it stopped we would all notice and most Ameri-
cansrsquo lives would be much more difficult without USDA
Hundreds of communities around the nation di-
rectly benefit from USDArsquos administration of Public
Law 566 which provides dam structures that were
built for flood protection water supply and in
some cases recreation With the recent flash flood-
ing in several parts of the country these structures
have silently functioned to reduce or prevent dam-
age to property and prevent the loss of life caused
by rapidly rising water You can thank USDArsquos Natu-
ral Resources and Conservation Service (NRCS) for
keeping these communities safe
And this is just a partial list I didnrsquot even touch on the mil-
lions of acres protected by Forest Service firefighters or the
National Finance Centerrsquos (NFC) operation of the insurance
program that covers federal employees who leave federal
service along with their non-federal spouses and children
I didnrsquot talk about how the Agricultural Research Service
(ARS) researches different markets for agricultural products
and enterprises or how Rural Development (RD) provides
financing opportunities for rural communities to expand and
develop making sure that rural people have the same op-
tions found in larger cities There are so many examples that
I canrsquot list them all
So be proud that you are an employee of the United States
Federal Government and of the US Department of Agricul-
ture When you come to work and do your job every day
know that you are directly improving the
lives of your fellow Americansmdasheven if
they donrsquot always recognize it
HOW YOUR WORK MAKES A DIFFERENCE IN THE LIVES OF EVERY AMERICAN
By Perry Stevens
Perry Stevens is the Editor-in-Chief of My
USDA Special thanks to Ralph Smith
Carter Harris Ed Peterman Roseanne
Luvisi Karlease Kelly Patricia Bachemin
Larry Durant Anita Adkins Mika Cross
Bill Aley and Monshi Ramdass for contributing to this article
Share your pride in USDA with a mes-
sage of your own to fellow employees
What do you think Send an email to
MyUSDAdmusdagov and let us know
In an effort to actively seek the best talent
from the diverse communities that we serve and increase Hispanic representation
at NRCS we have partnered with several
Hispanic Serving Institutions These are universities with a high percentage of His-
panic and minority students and strong agriculture engineering science and tech-
nology programs
NRCSrsquo Hispanic recruitment cadre contin-
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 4 of 11
By Jacqueline Padroacuten National His-panic Emphasis Program Manager
NRCS
iquestQueacute Pasa NRCS Recruits at Hispanic Serving Institutions
ues to gain success through utili-zation of strong ties to campus
involvement Our established relationships with the universities
allow NRCS to have a presence in classrooms while on campuses for
recruitment fairs Classroom visits were arranged prior to the campus
career fairs Recruitment teams also hosted events for Ag related
student groups such as Minorities in Agriculture Natural Resources
and Related Sciences (MANRRS) so that students would have addi-
tional access to staff members This year over 1000 students
met with NRCS staff during the fall
career fairs
Based on the visits to these universities
we created a database with 195 qualified students including minorities and women
Students listed on the database were in-terviewed and recommended by NRCS
recruitment teams Studentsrsquo resumes interview score sheets and transcripts are
scanned and available for review by select-ing officials The Fall Career Fairs Student
Database was shared with NRCS leaders
and other relevant areas of NRCS
Already this year 14 students have been
offered internship positions and six stu-dents from the databases have been hired
as permanent employ-ees An analysis of the
FY 2010 career fairs revealed that 61 of
the Hispanic Career Intern Program (CIP)
students hired 50 of the
Hispanic Stu-dent Career
Experience Program
(SCEP) stu-dents hired
and 41 of the Hispanic
Student Tem-porary Employ-
ment Program
(STEP) stu-dents hired
can be directly traced back to
the career fair databases and HEPM efforts
Moreover of the 68 Hispanic new hires
(permanent and temporary) in FY 2010 38 can be directly traced back to the ca-
reer fair databases and HEPM efforts Of the Hispanic permanent new hires 45
were from the databases and 25 of the temporary employees were from the data-
bases An additional 16 new hire employees identified as non-Hispanic can also be
traced back to the career fair databases
The databases proved to be excellent sources to recruit and hire new employees
If you would like more information about this initiative please contact Marvis Montesano
Director Talent Management at mar-vismontesanowdcusdagov or Jacqueline
Padron National HEPM at jacque-
linepadronwdcusdagov
A student enters background infor-mation into the database
Erasmo Montemayor (left) NCRS-TX HEPM talks with Julian Vela (center) hired as a SCEP and Ruben Riojas (right) a permanent hire
One of NRCSrsquo Recruitment Teams
The NRCS recruitment cadre visits with students dur-ing a classroom visit
Cultural Transformation Action
Page 5 of 11
My USDA
A Progress Report on USDArsquos Cultural Transformation
NRCS was a major sponsor at the National American Indian Sci-
ence and Engineering Fair (NAISEF) that took place in Albuquerque
New Mexico March 24 through March 26 2011 NRCS is both an
Amber and Circle of Support Partner sponsor for the American In-
dian Science and Engi-
neering Society (AISES)
NAISEF event Other
sponsors at the event
included Navy 3M IBM
Intel Central Intelligence
Agency Chevron and
American Honda Founda-
tion
Two-hundred fifty eight 5th
grade through 12th grade students participated in the NAISEF
Fourteen states were represented at the conference Ninety nine
volunteer judges reviewed subject disciplines that included Animal
Sciences Environmental Management Environmental Sciences
Plant Sciences and several others
AISES is a national nonprofit organization which nurtures commu-
nity development by bridging science and technology with tradi-
tional values Through its educational programs AISES provides
opportunities for American Indians and Alaska Natives to pursue
studies in science engineering and technology arenas AISESrsquo
ultimate goal is to be a catalyst for the advancement of American
Indians and Native Alaskans as they become self-reliant and self-
determined members of society
NRCS sponsorship for this science fair helps provide the support
AISES needs as they move forward to provide educational and ca-
reer opportunities for American Indians and Alaska Native students
across the Nation
NRCS Participates in the National American
Indian Science and
Engineering Fair
Carold Crouch
NRCS-OK (left) visits
with students at the
NRCS booth
NRCS-UT Engineer
Nathaniel Todea
and his judging
team at work
NRCS-TX Engineer
Johnny Green (left)
was the lead
Engineering Judge
Team Judge Roger
Ford of NRCS-NM
makes final judging
calculations
Cliff Sanchez with
NRCS-NM was the
lead judge for
Environmental
Sciences
The entire team of
NRCS judges after a
job well done
Ron Hilliard
NRCS State
Conservationist
for Oklahoma
was a Special
Awards judge
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
In an effort to actively seek the best talent
from the diverse communities that we serve and increase Hispanic representation
at NRCS we have partnered with several
Hispanic Serving Institutions These are universities with a high percentage of His-
panic and minority students and strong agriculture engineering science and tech-
nology programs
NRCSrsquo Hispanic recruitment cadre contin-
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 4 of 11
By Jacqueline Padroacuten National His-panic Emphasis Program Manager
NRCS
iquestQueacute Pasa NRCS Recruits at Hispanic Serving Institutions
ues to gain success through utili-zation of strong ties to campus
involvement Our established relationships with the universities
allow NRCS to have a presence in classrooms while on campuses for
recruitment fairs Classroom visits were arranged prior to the campus
career fairs Recruitment teams also hosted events for Ag related
student groups such as Minorities in Agriculture Natural Resources
and Related Sciences (MANRRS) so that students would have addi-
tional access to staff members This year over 1000 students
met with NRCS staff during the fall
career fairs
Based on the visits to these universities
we created a database with 195 qualified students including minorities and women
Students listed on the database were in-terviewed and recommended by NRCS
recruitment teams Studentsrsquo resumes interview score sheets and transcripts are
scanned and available for review by select-ing officials The Fall Career Fairs Student
Database was shared with NRCS leaders
and other relevant areas of NRCS
Already this year 14 students have been
offered internship positions and six stu-dents from the databases have been hired
as permanent employ-ees An analysis of the
FY 2010 career fairs revealed that 61 of
the Hispanic Career Intern Program (CIP)
students hired 50 of the
Hispanic Stu-dent Career
Experience Program
(SCEP) stu-dents hired
and 41 of the Hispanic
Student Tem-porary Employ-
ment Program
(STEP) stu-dents hired
can be directly traced back to
the career fair databases and HEPM efforts
Moreover of the 68 Hispanic new hires
(permanent and temporary) in FY 2010 38 can be directly traced back to the ca-
reer fair databases and HEPM efforts Of the Hispanic permanent new hires 45
were from the databases and 25 of the temporary employees were from the data-
bases An additional 16 new hire employees identified as non-Hispanic can also be
traced back to the career fair databases
The databases proved to be excellent sources to recruit and hire new employees
If you would like more information about this initiative please contact Marvis Montesano
Director Talent Management at mar-vismontesanowdcusdagov or Jacqueline
Padron National HEPM at jacque-
linepadronwdcusdagov
A student enters background infor-mation into the database
Erasmo Montemayor (left) NCRS-TX HEPM talks with Julian Vela (center) hired as a SCEP and Ruben Riojas (right) a permanent hire
One of NRCSrsquo Recruitment Teams
The NRCS recruitment cadre visits with students dur-ing a classroom visit
Cultural Transformation Action
Page 5 of 11
My USDA
A Progress Report on USDArsquos Cultural Transformation
NRCS was a major sponsor at the National American Indian Sci-
ence and Engineering Fair (NAISEF) that took place in Albuquerque
New Mexico March 24 through March 26 2011 NRCS is both an
Amber and Circle of Support Partner sponsor for the American In-
dian Science and Engi-
neering Society (AISES)
NAISEF event Other
sponsors at the event
included Navy 3M IBM
Intel Central Intelligence
Agency Chevron and
American Honda Founda-
tion
Two-hundred fifty eight 5th
grade through 12th grade students participated in the NAISEF
Fourteen states were represented at the conference Ninety nine
volunteer judges reviewed subject disciplines that included Animal
Sciences Environmental Management Environmental Sciences
Plant Sciences and several others
AISES is a national nonprofit organization which nurtures commu-
nity development by bridging science and technology with tradi-
tional values Through its educational programs AISES provides
opportunities for American Indians and Alaska Natives to pursue
studies in science engineering and technology arenas AISESrsquo
ultimate goal is to be a catalyst for the advancement of American
Indians and Native Alaskans as they become self-reliant and self-
determined members of society
NRCS sponsorship for this science fair helps provide the support
AISES needs as they move forward to provide educational and ca-
reer opportunities for American Indians and Alaska Native students
across the Nation
NRCS Participates in the National American
Indian Science and
Engineering Fair
Carold Crouch
NRCS-OK (left) visits
with students at the
NRCS booth
NRCS-UT Engineer
Nathaniel Todea
and his judging
team at work
NRCS-TX Engineer
Johnny Green (left)
was the lead
Engineering Judge
Team Judge Roger
Ford of NRCS-NM
makes final judging
calculations
Cliff Sanchez with
NRCS-NM was the
lead judge for
Environmental
Sciences
The entire team of
NRCS judges after a
job well done
Ron Hilliard
NRCS State
Conservationist
for Oklahoma
was a Special
Awards judge
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
Cultural Transformation Action
Page 5 of 11
My USDA
A Progress Report on USDArsquos Cultural Transformation
NRCS was a major sponsor at the National American Indian Sci-
ence and Engineering Fair (NAISEF) that took place in Albuquerque
New Mexico March 24 through March 26 2011 NRCS is both an
Amber and Circle of Support Partner sponsor for the American In-
dian Science and Engi-
neering Society (AISES)
NAISEF event Other
sponsors at the event
included Navy 3M IBM
Intel Central Intelligence
Agency Chevron and
American Honda Founda-
tion
Two-hundred fifty eight 5th
grade through 12th grade students participated in the NAISEF
Fourteen states were represented at the conference Ninety nine
volunteer judges reviewed subject disciplines that included Animal
Sciences Environmental Management Environmental Sciences
Plant Sciences and several others
AISES is a national nonprofit organization which nurtures commu-
nity development by bridging science and technology with tradi-
tional values Through its educational programs AISES provides
opportunities for American Indians and Alaska Natives to pursue
studies in science engineering and technology arenas AISESrsquo
ultimate goal is to be a catalyst for the advancement of American
Indians and Native Alaskans as they become self-reliant and self-
determined members of society
NRCS sponsorship for this science fair helps provide the support
AISES needs as they move forward to provide educational and ca-
reer opportunities for American Indians and Alaska Native students
across the Nation
NRCS Participates in the National American
Indian Science and
Engineering Fair
Carold Crouch
NRCS-OK (left) visits
with students at the
NRCS booth
NRCS-UT Engineer
Nathaniel Todea
and his judging
team at work
NRCS-TX Engineer
Johnny Green (left)
was the lead
Engineering Judge
Team Judge Roger
Ford of NRCS-NM
makes final judging
calculations
Cliff Sanchez with
NRCS-NM was the
lead judge for
Environmental
Sciences
The entire team of
NRCS judges after a
job well done
Ron Hilliard
NRCS State
Conservationist
for Oklahoma
was a Special
Awards judge
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
USDA Recruits DC Youth from Summer Youth Employment Program
Do you have more questions about the
2011 Fed View Contact Mary Jo Thompson at
maryjothompsondmusdagov
or your agency contact below
Marcus Brownrigg (DM) ndash marcusbrownriggdmusdagov Joe Miyganka (FAS) ndash josephmigyankafasusdagov
Keisha Valentine (FSA) ndash Keishavalentinewdcusdagov Joanna Barlow (FSA) ndash Joannabarlowwdcusdagov
Laree Edgecombe (FS) ndash ledgecombefsfedus Leslie Violette (NRCS) ndash leslieviolettewdcusdagov
Cecilia Matthews (FSIS) ndash ceciliamatthewsfsisusdagov
Geoffrey Gay (FNS) ndash Geoffreygayusdagov Nancy Varichak (MRP) ndash nancycvarichakaphisusdagov
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 6 of 11
The District of Columbia Office of Employment Services (DOES)
hosted a Career Exploration Fair for DC Mayor Vincent Grayrsquos
Summer Youth Employment Program (SYEP) on April 20-22
2011 USDA Diversity and Recruitment staff along with ambassa-
dors from throughout the Department shared materials and infor-
mation with about 12000 students aged 14-21 The 2011 SYEP
Career Fair provides host employers with an opportunity to
screen recruit and interact with youth participants in person and
to provide additional information about their agencyorganization
USDA staff shared information with DC Youth aged 14-15 about
the vast USDA student opportunities they will be able to apply for
when they turn 16 Youth aged 16-17 were informed of the USDA
employment opportunities that are currently available to them
after their SYEP experience at USDA throughout the calendar
year Due to the extra background requirements of the DC Metro-
politan Police Department for working with youth under 18 years
old USDA elected to recruit from the pool of youth ages 18-21 for
Summer 2011 Host supervisors will be surveyed at the end of
the summer to see if they would be willing to take students
younger than 18 years old for Summer 2012 All students were
given the USDA Student Employment Opportunities Fact Sheets
USDA Agency Descriptions List and a list of Federal Jobs By Col-
lege Majors Youth ages 18-21 were also given a takeaway docu-
ment that summarized the 65 USDA vacancy announcementsjob
descriptions that were submitted by the USDA host supervisors on
March 18 2011
This locally funded imitative is administered by the District of Co-
lumbia Office of Employment Services The Summer Youth Em-
ployment Program was well received by a record number of USDA-
wide host supervisors (45) who will employ approximately 65 stu-
dents at a cost savings of $85000 in wages to the Federal gov-
ernment The Summer 2010 campaign had a total of ten students
working throughout USDA As an employer of choice USDA will
provide meaningful internship experiences to DC Youth who will
be exposed to the myriad of ways in which USDA touches lives
every day in every way
By Lina Woo and Michelle Jordan
As Secre-
tary Vilsack mentioned on page one the
Office of Personnel Management (OPM) has begun administering the 2011
Federal Employee Viewpoint (FedView) Survey to approximately 26000 perma-
nent full-time USDA employees If you were selected to participate please
complete the survey by Tuesday May 31 2011
FedView focuses on employee percep-
tions regarding critical areas of their
work life areas which drive employee satisfaction commitment and ultimately
retention in the workforce Employees who receive an invitation to participate
are encouraged to take the survey ndash your responses are IMPORTANT Employee
feedback is an essential component in continuing the momentum already
achieved through USDArsquos Cultural Trans-formation Initiative
There are 84 basic questions 11 demo-
graphic questions and three USDA-specific questions on the
survey which takes about 25 minutes to com-plete Electronic versions of the survey include
the three USDA specific questions but the pa-per surveys that are sent to employees without
electronic access will not be individualized
OPM will distribute the government-wide survey results to Departments and Agencies at the end
of September 2011 USDA agencies will pub-lish summary USDA results and specific agency
results within 120 days of receiving them from OPM
If you havenrsquot read previous issues of MyUSDA
herersquos your chance
MyUSDA Issue 1
MyUSDA Issue 2
MyUSDA Issue 3
MyUSDA Special IssuemdashSummary Progress
MyUSDA Issue 4
ANSWERING QUESTIONS ABOUT THE 2011 FedView Survey
By Mary Jo Thompson
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
MyUSDA Column
Diversity amp Disabilities By Alison Levy
USDA Disability Employment Program Manager
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 7 of 11
By Janice Hahn State Administrative Officer NRCS-Arizona
In an effort to help our employees in Arizona understand disabilities and how to interact with
those with disabilities we hosted a training with a local disability consultant on December 1
2010 The trainer educated us on the correct terminology to use when referring to those with a
disability She taught us that we should always put people first the correct terminology is
―people with a disability or people who are blind or people with autism or a person who uses a
wheel chair
We watched a great video called ―The Ten Commandments of Communicating with People with
Disabilities by Irene M Ward and Associates These are just a few of the points taken from the
video
Speak directly rather than through a companion or interpreter who may be present
Always identify yourself and others who may be with you when meeting someone with
a visual disability
If you offer assistance wait until the offer is accepted
Treat adults as adults
Never patronize people in wheelchairs by patting them on the head or shoulder Do
not lean against or hang on someonersquos wheelchair Place yourself at eye level when
speaking to someone in a wheelchair
Listen attentively when talking with people who have difficulty speaking Never
pretend to understand instead repeat what you have understood and allow the person
to respond
We all got the message to treat people with disabilities with respect In addition we learned that
a high number of people have disabilities and others may not be able to discern that the person
has a disability We had a life-enriching experience Our job now is to share and apply what we
learned
Welcome to the new ldquoDiversity amp Disabilitiesrdquo column A cornerstone of our USDA Cultural
Transformation effort is to increase employ-ment of individuals with disabilities This
column will include information resources and success stories from throughout USDA
that will be shared to support this initiative
USDA Plan to Increase Employment of Indi-viduals with Disabilities
The USDA Plan is designed to achieve the following five core goals as required by Execu-
tive Order 13548 Each goal includes indi-viduals with disabilities and those with tar-
geted disabilities
Increase the use of the Schedule A
Hiring Authority and the number of
new hires who have disabilities
Increase the number of student
interns with disabilities
Improve and expand professional
development and advancement
opportunities that are accessible and include employees with dis-
abilities
Increase retention rates of employ-
ees with disabilities
Expedite the return to work of seri-
ously injured and ill employees
Reporting Requirements Secretary Vilsack is closely monitoring
USDArsquos progress through weekly reports on the hiring of student interns with disabilities
and through bi-weekly reports on permanent hires of individuals with disabilities The
following two resources may help you in achieving our collective goals
USDA Goal 2 of Our Interns will be
Students with Disabilities The Federal Workforce Recruitment
Program (WRP) is a free database of pre-screened rated and interviewed
students from across the United States Visit the web site to request
a password and to select from over 2300 students currently enrolled in
undergraduate or law school pro-grams
Office of Personnel Managementrsquos
Shared List of Applicants with Dis-abilities
Hiring Managers and Human Re-sources Staff now have access to a
free list of applicants with disabilities who are eligible for hire using the non
-competitive Schedule A hiring au-thority To access the list
Visit the MAX Portal at
httpsmaxombgov
communityxSpEZIQ and
register for a MAX ID
To find the list after logging
in type in the search box
OPM Shared List of People with Disabilities Then save
the page as a favorite for future use
The list includes applicants from a
range of professions For more infor-mation on how to access or use the
list contact your Agency Disability Employment Program Manager or
contact me at the email address below
We Need You
Please email your questions success stories and resources to the USDA
Disability Employment Program Man-ager Alison Levy at
alisonlevydmusdagov by the sec-ond Monday of each month
SUCCESS STORY Disability Awareness Training in Arizona
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
Annually all
federal Agen-
cies must re-
port their accomplishments for establishing
and maintaining effective affirmative pro-
grams of equal employment opportunity un-
der Section 717 of Title VII of the Civil Rights
Act of 1964 (Part A) and Section 501 of the
Rehabilitation Act of 1973 (Part B) Agency
accomplishments are reported to the Equal
Employment Opportunity Commission (EEOC)
through the MD-715 Report
The overriding objective of the MD-715 report
is to ensure that all employees and appli-
cants for employment enjoy equality of oppor-
tunity in the federal workplace regardless of
race sex national origin color religion dis-
ability or reprisal for engaging in prior pro-
tected activity
In 2010 the Office of the Assistant Secretary
for Civil Rights (OASCR) which has the re-
sponsibility for preparing USDArsquos MD-715
Report and its submission to the EEOC organ-
ized in cooperation with the Office of Human
Resources Management (OHRM) and each of
the USDA Agencies and Staff Offices the MD-
715 Working Group The MD-715 Working
Group is comprised of civil rights practitio-
ners human resources personnel and spe-
cial emphasis program managers Together
the Working Group is committed to enhancing
human re-
source policies
and practices
to develop
USDArsquos work-
force into be-
coming more
representative of the national population
with the necessary skills to ensure continued
and improved delivery of service to the
American public The mission of the Working
Group is consistent with Secretary Thomas
Vilsackrsquos Cultural Transformation initiative to
recruit hire and promote a diverse and high-
performing workforce that leads to the trans-
formation of USDA into a model EEO organi-
zation
Members of the MD-715 Working Group
meet once monthly with the USDA EEOC
Liaison to discuss the various challenges to
making USDA a model EEO employer as out-
lined by MD-715rsquos six essential elements of
a model EEO program
1 Demonstrated Commitment From
USDArsquos Leadership
2 Integration of EEO into the Agencyrsquos
Strategic Mission
3 Management and Program Ac-
countability
4 Proactive Prevention of Unlaw-
ful Discrimination
5 Efficiency and
6 Responsiveness and Legal
Compliance
Currently the MD-715 Working Group
has two standing committees Disability
and Best Practices The Best Practices
committee has identified through depart-
mental agencies some best practices for
developing a model EEO program The
MD-715 Working Group has also pro-
vided the membership with key presenta-
tions by the OHRMrsquos Disability Veterans
and Recruitment Program managers To
more effectively understand the chal-
lenges of establishing USDA as a model
EEO employer the EEOC liaison has pro-
vided the Working Group with training on
barrier analysis and barrier elimination
An Important Partnership Civil Rights and OHRM
The new partnership be-tween the Office of the
Assistant Secretary for Civil Rights and the Office
of Human Resources Management has resulted
in a combined working group devoted to ensuring
Management Directive 715mdashwhich is designed to
make sure the Federal workforce looks more like
Americamdashis achieved throughout the Depart-
ment
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 8 of 11
By Ali Muhammad
The Office of the Assistant Secretary for Civil Rights
and the Office of Human Resources Management
Partner on MD-715 Working Group
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
An employee
assistance pro-
gram or EAP is an employer-sponsored
service that helps employees deal with
emotional behavioral and well-being is-
sues that may affect their work These
services are offered free of charge on a
short-term basis to the employee and the
employeersquos immediate family members
who reside in the household of the em-
ployee (spouse children domestic partner
legal dependents) and children who are
students away at school but are depend-
ents
The EAP objectives are
Consultation to managers supervisors
and labor representatives to improve
employee job performance affected by
personal problems challenges or be-
havioral health issues
Provide high quality assessment short
-term problem solving referral and
follow-up services for employees and
family members (where appropriate)
covered by the EAP
Cultural Transformation Action My USDA
A Progress Report on USDArsquos Cultural Transformation
Page 9 of 11
Empower employees to
resolve personal problems that
impact or may impact conduct
and work performance in the
quickest least restrictive most
convenient and cost-effective
manner possible
Provide comprehensive EAP services
that deliver short-term problem-focused
counseling along with a variety of ser-
vices using professional counselors
EAP services are
Counseling ndash Licensedcertified counselors
with a masterrsquos degree or higher and current
State licensecertification to practice as a
mental health counselor Access is available
24 hours per day7 days a week
Risk Management Consultation ndash Consulta-
tion and guidance to assist in constructively
confronting employees regarding job perform-
ance attendance andor behavioral prob-
lems and in referring employees to the EAP
EAP Orientation ndash On request provide em-
ployee orientation about range of services
and access to the EAP
Health Promotion and Education ndash On re-
quest EAP will conduct programs of health
promotion and education with emphasis on
job performance issues and problems
What Is the Employee
Assistance Program
By Gerry Nagel
Critical Incident Stress Management ndash
EAP will provide consultation to manage-
ment officials in the development of plans
for handling and responding to traumatic
events They will provide counseling ser-
vices to employees who have experienced
a traumatic event to decrease emotional
stress and increase overall employee
functioning
Legal Services ndash Licensed attorney who
practice in the applicable state will pro-
vide consultation and referral services for
a wide range of legal issues healthcare
power of attorney Living Wills housing or
real estate matters estate planning Fam-
ily law divorce child custodysupport
identity theft car accidents consumer
concerns criminal matters small claims
court issues and traffic violations
Financial Services ndash Qualified financial
consultants provide telephonic consulta-
tion on general financial issues tax infor-
mation credit card debt management
family budgeting college planning home
buying setting financial goals debt con-
solidation savings and investment strate-
gies and retirement planning
Further information on the EAP specific
services provided by each Agency can be
requested by contacting your respective
Human Resources Office and asking for
the Employee Assistance Coordinator
More than 300 children participated in this yearrsquos Take Your Child to Work Day
event held on April 28 2011 at the Whitten Patio in Washington DC Dozens
of exhibitors from throughout the Department allowed the children to get a
sense of what it is
their parents do at
work At the GIPSA
booth Joseph
(center) along with
his mom Jennifer
(who works at FAS)
gets a hands-on
demonstration
while his friend
Leonard (whose
mom works at FSA) waits for his turn More than 30 exhibitors and six
farmers market vendors participated in the successful event
TAKE YOUR CHILD TO WORK DAY EVENT DRAWS HUNDREDS
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
Page 10 My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 10 of 11
The 63rd Annual Secretaryrsquos Honor Awards
Ceremony is coming up and the Office of
Human Resources Management (OHRM) is
encouraging agencies and mission areas to
participate The ceremony is one of the
best ways to recognize employees and
celebrate their accomplishments for help-
ing USDA meet its missions and goals
The Secretaryrsquos Honor Awards recognize
the highest level of employee achievement
which is why they are the most prestigious
awards presented by the Department
Employees at all grade levels are eligible
for recognition The theme this year is ―A
Modern Workplace with a Modern Work-
force which represents and ensures USDA
attracts and retains a high-performing
workforce well-equipped for todayrsquos mis-
sion and well-prepared for tomorrowrsquos
challenges
Secretary Vilsack invites agencies to sub-
mit nominations for the 63rd Annual Secre-
taryrsquos Honor Awards The ceremony will be
held late summer in the Jefferson Audito-
rium 1400 Independence Avenue SW
Washington DC The official date will be
announced soon
The 2011 Honor Award categories reflect
the Secretaryrsquos key priorities
Secretaryrsquos Award for assisting
rural communities to create pros-
perity so they are self-sustaining
repopulating and economically
thriving
Secretaryrsquos Award for ensuring
our National forests and private
working lands are conserved
restored and made more resil-
ient to climate change while en-
hancing our water resources
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for helping
America promote sustainable
agricultural production and bio-
technology exports as America
works to increase food security
Secretaryrsquos Award for Manage-
ment Excellence ndash A Modern
Workplace with a Modern Work-
force
Secretaryrsquos Award for Personal
and Professional Excellence
Secretaryrsquos Award for Support
Service
Secretaryrsquos Award for Heroism
and Emergency Response
Secretaryrsquos Award for Diversity
Nomination process
Each Agency may submit four nominations
and Departmental Staff Offices may submit two nominations Group nominations are
limited to a maximum of 35 employees
The instructions and Honor Award Nomi-
nation form AD-495 (used for submitting
an Honor Award nomination) are available
online at httpwwwociousdagov
formsocio_formshtml
All nominations are due no later than May
23 2011 to
Office of Human Resources Management
1400 Independence Avenue SW
Jamie L Whitten Building
Room 302-W
Washington DC 20250-0103
For additional information contact Anna
Johnson at (202) 690-5991 or email at
AnnaJohnson-Yearginsdmusdagov
USDA Agencies Requested to Submit Nominations for the
2011 Secretaryrsquos Honor Awards
By Anna Johnson-Yeargins
If yoursquod like to share
your feedback about
the Cultural Transfor-
mation telework diver-
sity or any other aspect
of worklife at USDA
send an email to
MyUSDAdmusdagov
or visit USDArsquos Work
Life and Wellness com-
munity website if you
have access to USDA
Connect
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer
My USDA
A Progress Report on USDArsquos Cultural Transformation Cultural Transformation Action
Page 11 of 11
My USDA Staff
Karen A MessmoremdashEditorial Director
William P Milton JrmdashDeputy Editorial Director
Perry StevensmdashEditor-in-Chief
Mika CrossmdashLead Editor
Melanie Clemons Robin DeCecco Zina B SutchmdashEditors
Key Contributors
Jacqueline Padron Karlease Kelly Jackie Windfeldt Frank Clearfield Janice Hahn Michelle Jordan Lina Woo Mary Jo
Thompson Gerry Nagel Anna Johnson-Yeargins Ali Muhammad Monshi Ramdass Anita Adkins Alison Levy Bonnie Fauber
If you have ideas for future articles contact us at MyUSDAdmusdagov
The US Department of Agriculture (USDA) prohibits discrimination in all its pro-
grams and activities on the basis of race color national origin age disability
and where applicable sex marital status familial status parental status relig-
ion sexual orientation political beliefs genetic information reprisal or because
all or part of an individualrsquos income is derived from any public assistance pro-
gram (Not all prohibited bases apply to all programs)
Persons with disabilities who require alternative means for communication of
program information (Braille large print audiotape etc) should contact USDArsquos
TARGET Center at 202-720-2600 (voice and TDD)
To file a complaint of discrimination write to USDA Assistant Secretary for Civil
Rights 1400 Independence Ave SW Stop 9410 Washington DC 20250-9410
or call toll free at 8666329992 (English) or 8008778339 (TDD) or at
8666329992 (English) or 8008778339 (TDD) or at 8663778642 (English
Federal-relay) or 8008456136 (Spanish Federal-relay)
USDA is an equal opportunity provider and employer